Different people apply different ways to deal with conflicts, and most people use a few resolution strategies to deal with a specific issue. It is possible to measure the inclinations of a person toward specific strategies for conflict resolution.
The common approaches to resolving conflict include: Accommodate. Utilizing the method of accommodating to resolve conflict basically involves taking measures to satisfy the concerns or demands of other parties at the expense of your own desires or needs. Avoid. A person who tends to use the avoiding strategy mostly tries to sidestep to ignore the conflict, hoping it will resolve or dissipate by itself. Collaborate. The use of collaborating involves finding a solution that will satisfy the concerns of all parties involved. Compete. A person who uses the strategy of competing as conflict resolution tries to satisfy their own desires at the expense of the others involved. Compromise. The approach of compromising involves finding an acceptable resolution that will partly satisfy the concerns of everyone involved. When choosing a conflict resolution strategy, there are two categories people fall into; cooperativeness and assertiveness. Cooperativeness involves taking action to meet the needs of others while assertiveness involves taking action to meet your own needs. Each strategy of conflict management comprises various degrees of cooperativeness and assertiveness. For example, while accommodating includes a high amount of cooperativeness and a low amount of assertiveness, competing comes with a low amount of cooperativeness and a high amount of assertiveness. How to Choose the Right Method for Conflict Resolution If you prefer one of the strategies discussed above over the others, know that you may use all of these strategies in certain situations. For example, if the problem is minor and does not have lasting consequences, it may be best to accommodate the other person instead of trying to serve your own needs. But, if the conflict is more serious and will impact many people, you may need to choose a strategy with more assertiveness. To choose the best method for conflict resolution in any given situation, here are several factors to consider:
Enhance Your Skill to Resolve Conflict Being able to apply the best strategy for resolving conflict effectively is made possible by developing better skills. Examples of these skills that can help you include:
Although you may gear towards a specific type of resolution, you do not need to use this strategy in every circumstance. With time and effort, you can learn new conflict resolution skills that enhance your ability to negotiate and resolve problems with others. Eventually, you will be able to the conflict resolution method that is best for the situation, instead of the one that you always use.
0 Comments
Conflict Follows People. No matter where your small business is in its lifespan, one thing is a certainty if you have a staff, which they are bound to become involved in a conflict at some point. Workplace research often points to this inevitability. In fact, a study found that 85% of employees deal with conflict to some degree and about 30% confront it frequently or always. This is where you step in and recommend conflict management. Hope for a positive outcome can motivate people.
The following are some compelling reasons why you are and your team learn about managing conflict: Multiple Factors Trigger Conflict in the Workplace Why are many people involved in a conflict, from sullen withdrawal to unconcealed quarreling, when they should be working and being productive? The following are some common causes of conflict in the workplace, and why you need to introduce conflict management immediately.
Conflict Can Be Destructive Even a cursory reading between the lines here should make the benefits of conflict resolution clear and evident. A conflict has the very real potential to wreak havoc in your workplace by diminishing productivity and undermining cooperation and teamwork. Your employees spend an average of about two hours engaged in conflict every week. This causes customers to head to a calmer, more positive environment. Conflict also leads to employee absences and prolonged illnesses, contributing to turnover. It can even escalate to the point of formal harassment charges and litigation. With this, you need to address it with conflict management before worse comes to worst. The Benefits of Conflict Resolution Other benefits of conflict resolution fit nicely with upending those destructive threats by bolstering engagement and productivity, improving employee cooperation, teamwork and morale, and keeping customers happy. Resolution Is Key Despite these nerve-racking consequences, the day may come when you have to explain the benefits of conflict management as quickly as possible. Someone on your staff may not blink in the face of an argument and could take the aggressive position that not all conflict is bad. A study found that 76% of employees saw resolved conflicts lead to something positive, like:
Employees Share Responsibility Before you dash off and sign up for a conflict management workshop, a couple of insights may supply the brightest ideas of all. When asked who has the ultimate responsibility to manage workplace conflict, more than 60% of employees said that everyone in a company must pull their weight. And about 95% of those who received conflict resolution training said that it helped them in some way. In other words, you may have a lot of company at that conflict resolution workshop in the form of your employees, who will significantly learn another lesson from you. |
Archives
March 2021
Categories |
Photos used under Creative Commons from www.ilmicrofono.it, Alexandre Dulaunoy, grenade